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Virtual Learning System

Everything from shopping, banking, games and even hobbies have now moved online - in this hyperconnected world. We would be naive to think that hiring and other HR functions won't move online and we see the trend today with the online job boards - Naukri, Monster and the likes and the ever so popular social hiring via LinkedIn and other sources.

Likewise, gone are the days when campus hiring happened on pen and paper and through group discussions - technology has now simulated environments and other digital translations of all the offline archaic HR processes.

Join NHRDN & Mettl to learn about trends of the future - Technology in Campus Recruitment - Pros/Cons, Dos/Don't, What are organizations doing today and what will they do tomorrow, Opinions and discussions and more!

Everything from shopping, banking, games and even hobbies have now moved online - in this hyperconnected world. We would be naive to think that hiring and other HR functions won't move online and we see the trend today with the online job boards - Naukri, Monster and the likes and the ever so popular social hiring via LinkedIn and other sources.

Likewise, gone are the days when campus hiring happened on pen and paper and through group discussions - technology has now simulated environments and other digital translations of all the offline archaic HR processes.

Join NHRDN & Mettl to learn about trends of the future - Technology in Campus Recruitment - Pros/Cons, Dos/Don't, What are organizations doing today and what will they do tomorrow, Opinions and discussions and more!

NHRDN in association with LinkedIn presents Webinar on
"How to Plan for 2014: The 5 Recruiting Investments You Need to Make" on 20 February 2014

Session Insight

With 2014 already begun, planning season is in full swing. How can you strategize to strengthen your talent brand, knock out the competition, and improve your sourcing?

In this free, interactive webinar, Manoj Kenadath, Talent Acquisition Lead at LinkedIn India and Pooja Chhabria, Marketing Manager at LinkedIn India, will discuss five key areas talent acquisition teams should prioritize and give you practical ways on how to ace each one in 2014. Don’t miss out on the webinar that will give you the insights and answers you need to take 2014 by storm.

Please click on the link below to block your seat as the seats are limmited!!!

NHRDN in association with LinkedIn presents Webinar on
"How to Plan for 2014: The 5 Recruiting Investments You Need to Make" on 20 February 2014

Session Insight

With 2014 already begun, planning season is in full swing. How can you strategize to strengthen your talent brand, knock out the competition, and improve your sourcing?

In this free, interactive webinar, Manoj Kenadath, Talent Acquisition Lead at LinkedIn India and Pooja Chhabria, Marketing Manager at LinkedIn India, will discuss five key areas talent acquisition teams should prioritize and give you practical ways on how to ace each one in 2014. Don’t miss out on the webinar that will give you the insights and answers you need to take 2014 by storm.

Please click on the link below to block your seat as the seats are limmited!!!

National HRD Network in association with Kwench is pleased to announce the upcoming Virtual Learning Session on 'Agility in HR'on Friday, 27th September 2013 at 1500hrs.

Session Insight

World around us is changing at a fast pace and to effectively compete it is imperative that companies leverage innovative business and people practices to differentiate the business from the competition.

Increased competitive focus requires every business process to become lean and agile, including HR. Traditionally HR has been perceived by many in executive management as a cost center that is transactional and sometimes inflexible. We need to look to the future, predicting changes that will affect the way HR works and need to balance the requirements posed by both short-term and long-term initiatives.

We need to communicate and educate in real-time with the efficient use of technology and need to enable the workforce, especially managers, to perform at high levels. It’s imperative that HR evolves as a function of the organization that can support change, evolving as fast as the business environment.

This session is designed to challenge and assist everyone striving to create more strategic value for the business by understanding; evaluating, borrowing ideas learned from Agile Methodologyto lay out a path for the way HR can configure itself its people and its work to derive the changes needed to support today’s organizations

National HRD Network in association with Kwench is pleased to announce the upcoming Virtual Learning Session on 'Agility in HR'on Friday, 27th September 2013 at 1500hrs.

Session Insight

World around us is changing at a fast pace and to effectively compete it is imperative that companies leverage innovative business and people practices to differentiate the business from the competition.

Increased competitive focus requires every business process to become lean and agile, including HR. Traditionally HR has been perceived by many in executive management as a cost center that is transactional and sometimes inflexible. We need to look to the future, predicting changes that will affect the way HR works and need to balance the requirements posed by both short-term and long-term initiatives.

We need to communicate and educate in real-time with the efficient use of technology and need to enable the workforce, especially managers, to perform at high levels. It’s imperative that HR evolves as a function of the organization that can support change, evolving as fast as the business environment.

This session is designed to challenge and assist everyone striving to create more strategic value for the business by understanding; evaluating, borrowing ideas learned from Agile Methodologyto lay out a path for the way HR can configure itself its people and its work to derive the changes needed to support today’s organizations

The National HRD Network in association with LinkedIn is pleased to announce its upcoming Virtual Learning Session on "Setting & Operationalizing Talent Acquisition" on Thursday, 26th September, 2013 at 1500 hrs.

The session will focus on the following:

•COE Conceptualization & Formation

•Business Transformation

•Leveraging Technology

•Building a team

•Policy Creation & Process Definition

•Integration

•Corporate Governance

•Recruitment Analytics

•Continuous Improvement Programme for Enterprise

Speaker:

Souvik Chakraborty

Chief Talent Officer, Reliance Industries

Souvik Chakraborty joined Reliance Industries as the Chief Talent Officer in August 2011 and is mandated to help bolster and streamline the Talent Acquisition function apart from helping identifying and hiring key professionals for the conglomerate’s existing businesses and multiple new ventures and forays in different industries and verticals. He brings over 25 years of multifunctional experience in different functions and roles across a few industries to back his professional capabilities. Souvik was last engaged as a Senior Partner with Transearch India (a Global Top 10 Executive Search Firm) having built and managed the Technology vertical. His previous experience in Sales, Marketing and Operations with diverse companies like Bharat Petroleum, Shell & Office automation industry helped him hone his business focus.

The National HRD Network in association with LinkedIn is pleased to announce its upcoming Virtual Learning Session on "Setting & Operationalizing Talent Acquisition" on Thursday, 26th September, 2013 at 1500 hrs.

The session will focus on the following:

•COE Conceptualization & Formation

•Business Transformation

•Leveraging Technology

•Building a team

•Policy Creation & Process Definition

•Integration

•Corporate Governance

•Recruitment Analytics

•Continuous Improvement Programme for Enterprise

Speaker:

Souvik Chakraborty

Chief Talent Officer, Reliance Industries

Souvik Chakraborty joined Reliance Industries as the Chief Talent Officer in August 2011 and is mandated to help bolster and streamline the Talent Acquisition function apart from helping identifying and hiring key professionals for the conglomerate’s existing businesses and multiple new ventures and forays in different industries and verticals. He brings over 25 years of multifunctional experience in different functions and roles across a few industries to back his professional capabilities. Souvik was last engaged as a Senior Partner with Transearch India (a Global Top 10 Executive Search Firm) having built and managed the Technology vertical. His previous experience in Sales, Marketing and Operations with diverse companies like Bharat Petroleum, Shell & Office automation industry helped him hone his business focus.

Virtual Learning Session on Performance Management System

National HRD Network in association with Wiztango is pleased to announce the upcoming Virtual Learning Session on "Performance Management" on Wednesday, 24th April 2013 at 1500 hrs.

It is the time of appraisals and it brings around the right time to share some of the best practices in the area of Performance Management System. The changing business dynamics in a globally competitive market, demands that companies adopt robust business processes like managing performance to remain in the lead. On the other hand, Performance Management System, undoubtedly, formulates the requirement of acknowledging and improving the potential of the employees. As one of the core processes of any organization, Performance Management System, hence, makes it imperative for each and every employee across levels, raise the bar of their own performance and together. The key driver to this in any organization is building a 'culture' that promotes high performance. The essence of a good Performance Management System is that while it invites you on a path of professional excellence, it also provides the roadmap for the path. A path that holds one accountable for the results that are achieved, in exercising responsibility in the use of resources entrusted and recognizing the importance of every role in achieving business success. It is this alignment, which could make or break the performance management system. Alignment may be two fold here, both of which are equally important for a successful system: 1. Vertical alignment – Aligning individuals and their Goals, Future plans, Strategy, Objectives of the company 2. Horizontal alignment – Alignment of individuals to the Goals of the HR system which includes things like career management, rewards and recognition, etc. The biggest challenge in performance management, remains creating a high performance culture by itself in the organization. This includes ways of running the appraisals, the roles and responsibilities of the Manager, HR, and employee. I would like to emphasize here, that a good Performance Management System takes care of the alignment between 'what' and 'how' in the system. This session will capture the various aspects of a good Performance Management System and is an attempt at giving you a well defined perspective on how to build a high performing System of Performance Management as a culture.

Speaker:

Sreekanth K. Arimanithaya
Vice President & Chief of Human Resources

Sreekanth K. Arimanithaya joined Britannia on 1st February 2011 as Vice President & Chief of Human Resources. He is also in charge of Information Technology (IT). Sreekanth is a passionate HR professional, with a diversity of experience across industries, geographies and roles, having worked with Kudremukh Iron Ore Company, TVS Motors, Toyota , Phillips and General Electric (GE) . He joined Britannia from CA Technologies (formerly Computer Associates) where he last served as Senior Vice-President - Global HR Operations & HR Business Partner based in New York, USA. In CA he was part of the core who transformed the business model, turnaround organization performance and culture. During HR leadership position in GE and Toyota he has lead many transformation initiatives. Sreekanth is qualified in TQM, Six Sigma (master black belt in Sis Sigma), Change Management (Change Acceleration Process) and is passionate about the comprehensive role that HR can and must play in delivering business results.

Virtual Learning Session on Performance Management System

National HRD Network in association with Wiztango is pleased to announce the upcoming Virtual Learning Session on "Performance Management" on Wednesday, 24th April 2013 at 1500 hrs.

It is the time of appraisals and it brings around the right time to share some of the best practices in the area of Performance Management System. The changing business dynamics in a globally competitive market, demands that companies adopt robust business processes like managing performance to remain in the lead. On the other hand, Performance Management System, undoubtedly, formulates the requirement of acknowledging and improving the potential of the employees. As one of the core processes of any organization, Performance Management System, hence, makes it imperative for each and every employee across levels, raise the bar of their own performance and together. The key driver to this in any organization is building a 'culture' that promotes high performance. The essence of a good Performance Management System is that while it invites you on a path of professional excellence, it also provides the roadmap for the path. A path that holds one accountable for the results that are achieved, in exercising responsibility in the use of resources entrusted and recognizing the importance of every role in achieving business success. It is this alignment, which could make or break the performance management system. Alignment may be two fold here, both of which are equally important for a successful system: 1. Vertical alignment – Aligning individuals and their Goals, Future plans, Strategy, Objectives of the company 2. Horizontal alignment – Alignment of individuals to the Goals of the HR system which includes things like career management, rewards and recognition, etc. The biggest challenge in performance management, remains creating a high performance culture by itself in the organization. This includes ways of running the appraisals, the roles and responsibilities of the Manager, HR, and employee. I would like to emphasize here, that a good Performance Management System takes care of the alignment between 'what' and 'how' in the system. This session will capture the various aspects of a good Performance Management System and is an attempt at giving you a well defined perspective on how to build a high performing System of Performance Management as a culture.

Speaker:

Sreekanth K. Arimanithaya
Vice President & Chief of Human Resources

Sreekanth K. Arimanithaya joined Britannia on 1st February 2011 as Vice President & Chief of Human Resources. He is also in charge of Information Technology (IT). Sreekanth is a passionate HR professional, with a diversity of experience across industries, geographies and roles, having worked with Kudremukh Iron Ore Company, TVS Motors, Toyota , Phillips and General Electric (GE) . He joined Britannia from CA Technologies (formerly Computer Associates) where he last served as Senior Vice-President - Global HR Operations & HR Business Partner based in New York, USA. In CA he was part of the core who transformed the business model, turnaround organization performance and culture. During HR leadership position in GE and Toyota he has lead many transformation initiatives. Sreekanth is qualified in TQM, Six Sigma (master black belt in Sis Sigma), Change Management (Change Acceleration Process) and is passionate about the comprehensive role that HR can and must play in delivering business results.

The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.

Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?